The term “employee training” or training has been variously defined by different scholars and organizational analyst depending on the individual viewpoint and background. For instance, Kreiter, R. (2000) defined, Training as the process by which the skill and ability of an employee to perform specific jobs is increased.

According to Nwachukwu (2006), employee training is the systematic process of ultering the behaviour of employee in a direction that will increase the probability of attaining the goals and objectives of the organization. He further stressed that all new employees in an organization regardless of their previous training, education and experience needs to be indoctrinated into their new work environment and shown how to perform specific tasks through a training process.

However, Ezigbo (2003) notioned that it is not only newly recruited employees that need to be trained, in his submission, he argued that competent employees don’t remain competent forever. In his words “skills” deteriorates and can become obsolete if not updated. That’s why organizations in the advanced countries spend billions of dollars each year on formal training and retraining of their manpower. In his support, Essien (2000) buttressed that training is useful and needed in an organization in the following situations; when a person first joins the organization, when an employee is assigned to a different position or given new tasks to perform and when appraisal reveals that a person lack certain skills required to perform the job effectively.

Moreso, Imaga (2003) Contributed to The timing of employee training by asserting that apart from training a new employee many times the management of an organization after concluding that the productivity of individuals or units is lower than what it should be, will decide on the aspect of training required by employee to improve their productivity.

According to Ruel and Byars, (1995). The aspect of training referred to may include areas such as time management, interpersonal relations with other workers, use of tools and implements, company policy as regards to rewards for hardwork. Indeed, there are numerous reasons that may compel an organization to train its workforce. Strauses, (1980). A very important factor often considered is that the efficiency of an organization depends directly on how well its members are trained.

This collaborates with Sinclair (2005). Assertion that organisations that trains its employees grow better, healthier and more effective than the ones that do not. A study conducted by koontz and weihrich (1984). Also says that the only sure way to survive in the ever-evolving business environment that is characterized by intense competition, social, economic, political, cultural and technological changes is for management of organisation to be dedicated to regular staff training and development.

On this context, Nwachukwu (2006) sees Employee training as the pivot on which the success and progress of an organisation revolves. While Nigerian Tribune (Sept 2002) pointed out emphatically that employee training gives hope and direction to face the complex but highly volatile business environment like ours.

Against this background, this study is conducted to inquire into the impact of employee training on job performance in an organisation with a view to identifying the importance of training, the challenges and problems militating against employee training, and to proper solutions to the problems of employee training in an organisation.

1.2 STATEMENT OF THE PROBLEM

A preliminary enquiry into the personnel management activities of Anchor insurance company limited, Lagos revealed that employee training is not relating considered important.

Yet, the management frequently complained about low employee productivity as compared to other firms in the insurance industry.

A suggestion for regular staff training to update their knowledge and skills towards efficient performance has always been dismissed by management as a waste of time and resources.

Whereas most contemporary organisational experts and analysts see regular training and re-training of employees as a necessary means to increase employee productivity towards the attainment of corporate goals and objectives.

1.3 PURPOSE OF THE STUDY

(i) To examine the impact of employee training on organisational performance.

(ii) To find out if employee training, increased employee commitment to the organisation.

(iii) To examine the improvement of a trained employee on organisational productivity.

(iv) To identify the importance of employee training in an organisation.

(v) To investigate the problem militating against employee training.

1.4 OBJECTIVES OF THE STUDY

The main objectives of the study are as follows:

i) To explain the concept of employee training.
ii) To highlight the methods and techniques of employee training.
iii) To discuss the importance of employee training in an organisation.
iv) To recommend solutions to the problems of training in an organisation.

1.5 RESEARCH QUESTIONS

The following research questions are formulated to guide this study.

i) Is it necessary to train employee in an organisation?
ii) Does employee training enhance productivity in business organisation?
iii) Does Anchor insurance send their employees for training?
iv) Does employee training has impact on the organisational productivity?

1.6 RESEARCH HYPOTHESIS

(i) Ho: It is not necessary to train an employee in an organisation.

Hi: It is necessary to train an employee in an organisation

(ii) Ho: Employee training has not helped in improving the productivity of business organisation.

Hi: Employee training has help in improving the productivity of business organisation.

(iii) Ho: Employee training has not aid in the development of an organisation.

Hi: Employee training has aid in the development of an organisation.

(iv) Ho: Training has no impact on employees in an organisation.

Hi: Training has impact on employee in an organisation.

1.7 SIGNIFICANCE OF THE STUDY

This study is deemed significance to the following aspect.

The study will assist corporate managers and administrators in the formulation and implementation of policies that will enhance employee training.
The study will help organisations to maximize the optimum gains and productivity of their employees through training programmes.
The study will be of immense benefit to managers and organisational experts in their quests for a support material documented evidence to prepare seminar texts, conference address, workshop lecture etc.
It is also hoped that this research work will not only contribute to the existing body of knowledge on the subject matter of study but also inspire further research into the ways of enhancing employee productivity through training and development programmes.

1.8 SCOPE OF THE STUDY

The scope of the study is limited to Anchor insurance company limited Lagos, taking cognizance of the impact of employee training on job performance in the case study.